PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR OTTAWA CATHOLIC SCHOOL BOARD

Size: px
Start display at page:

Download "PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR OTTAWA CATHOLIC SCHOOL BOARD"

Transcription

1 PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR OTTAWA CATHOLIC SCHOOL BOARD November 2017

2 CONTENTS 1.COVER LETTER BACKGROUND INFORMATION KEY CONSIDERATIONS KEY DEVELOPMENT STEPS EXECUTIVE COMPENSATION PHILOSOPHY EXECUTIVE ACCOUNTABILITY & COMPLEXITY MATRIX PROPOSED COMPARATOR ORGANIZATIONS PROPOSED EXECUTIVE COMPENSATION FRAMEWORK EXECUTIVE PAY ENVELOPE AND PROPOSED MAXIMUM RATE OF INCREASE

3 1 Cover Letter Dear Community Member, In 2014, the Government of Ontario began the process of developing public sector compensation frameworks to ensure a transparent and consistent approach to executive compensation. The Broader Public Sector Executive Compensation Act of 2014 ( BPSECA or the Act ), introduced by the Ontario Government, applies to all Ontario public sector designated employers, including universities, colleges, hospitals, and school boards. This includes the Ottawa Catholic School Board. In compliance with the Act, Ontario Regulation 304/16 Executive Compensation Framework, and Ontario Regulation 187/17 ( the Regulations ), all 72 Ontario public sector school boards collaboratively developed a comprehensive proposed Executive Compensation Program to support executive compensation management across the Province. This work was completed in consultation with Mercer (Canada) Limited, an independent consulting firm that specializes in executive compensation. The proposed Executive Compensation Program sets out a rational compensation approach for executive positions across all school boards, including those in our Board. The school boards are committed to meeting the intent and goals of the Ministry of Education and Treasury Board Secretariat to ensure responsible and transparent executive compensation management in the Ontario broader public sector. In the education sector, a competitive, fair, and responsible Executive Compensation Program is vital for attracting and retaining the talented, innovative leadership required to ensure continued progress in student achievement and success. Our proposed Executive Compensation Program balances the need to manage compensation costs and the need to attract and retain the executive talent we seek. Key sections in our proposed Executive Compensation Program include: Executive Compensation Philosophy Executive Accountability & Complexity Matrix Proposed Comparator Organizations Proposed Executive Compensation Framework Executive Pay Envelope and Proposed Maximum Rate of Increase As part of the Government Regulations, all Ontario broader public sector employers are required to conduct a 30-day public consultation on their proposed Executive Compensation Program. Following consultation and review of the input, the final Executive Compensation Program will be posted. If you have feedback on the Program please communications@ocsb.ca We will be accepting public input until 4:30 p.m. on December 28, All feedback is appreciated and will be kept on record. Thank you, Elaine McMahon Chair of the Board 2

4 2 Background Information The 72 Ontario school boards of the four publicly funded education systems worked through a Steering Committee to develop a Province-wide sector-based proposed Executive Compensation Program for Directors of Education, Associate Directors, Supervisory Officers, and other executive positions, as per the Act and the Government Regulations. The Steering Committee was comprised of leadership from the following groups: Association des conseils scolaires des ecoles publiques de l Ontario ( ACEPO ) Association des gestionnaires de franco-ontarienne ( AGEFO ), Association franco ontarienne des conseils scolaires catholiques ( AFOCSC ), Conseil ontarien des directrices et des directeurs de l éducation de langue française ( CODELF ) Council of Ontario Directors of Education ( CODE ) English Catholic Council of Directors of Education ( ECCODE ) Ontario Catholic School Trustees Association ( OCSTA ) Ontario Catholic Supervisory Officers Association ( OCSOA ) Ontario Public School Boards Association ( OPSBA ) Ontario Public Supervisory Officers Association ( OPSOA ) Public Council of Ontario Directors of Education ( PCODE ) The school boards across the province and our Board, the Ottawa Catholic School Board are committed to supporting and ensuring the goals of the Act are met, including: Standardization - providing a consistent, evidence-based approach to setting compensation, based on research and consultation; Balance - managing compensation costs while allowing the school boards to attract and retain the talent necessary to deliver high quality public services; and, Transparency - enhancing the transparency of executive compensation decisions through public consultation and posting. The proposed Executive Compensation Program developed for all Ontario school boards is intended to be transparent, evidence-based, and meets the requirements of the Act and the Government Regulation. At the Ottawa Catholic School Board the proposed Executive Compensation Program applies to the following designated executives: Designated Executive Director of Education Associate Director of Education Superintendent, Business Superintendent, Facilities Superintendents of Education Executive Class Director of Education Associate Director of Education Executive / Supervisory Officer Executive / Supervisory Officer Executive / Supervisory Officer 3

5 3 Key Considerations The school boards considered the following in the development of the proposed Province-wide Executive Compensation Program, including the proposed Executive Compensation Philosophy and the proposed Executive Compensation Framework: The need for common, rational compensation tools and executive management compensation principles that provide consistency / fairness in executive compensation and guidance for individual school boards to make reasonable compensation management decisions The need to reduce the current compensation compression that exists between executives and Principals, as salaries negotiated through collective agreements continued to increase during the executive compensation freeze, making it difficult to attract individuals to take on executive level accountabilities The need to keep pace with the evolving Ontario market and remain competitive During the public sector executive compensation freeze, Canadian salaries typically increased by 2% - 3% annually and pay structures or grids typically increased by 1% - 2% annually, as per Mercer s Compensation Planning Surveys Based on information from Mercer, over the past five years, salaries in Ontario have also increased by approximately 2% - 3% annually Over the past five years, there has been over a 5% change in the consumer price index and an annual inflation rate of greater than 1.3% The need for external comparisons with the market to attract and retain high quality executive talent The need for internal equity and a common Framework across the 72 Ontario school boards The need to apply standards of accountability and complexity when determining the appropriate level of each school board, using a Province-wide Accountability & Complexity Matrix with a set of Core and Non-Core factors (see section 6: Executive Accountability & Complexity Matrix) The need for a balanced approach between affordability and attraction / retention needs The need for individual school boards to have the flexibility and accountability to determine the placement of their specific executives within the base salary range 4

6 4 Key Development Steps Based on the identified key considerations and using common compensation design principles, the Steering Committee, working together with Mercer consultants, developed the Province-wide sectoral proposed Executive Compensation Program. The development process involved the following steps: 1. Formation of a Steering Committee with representatives across each of the types of school boards (e.g., Public, Catholic, English, French) 2. Collection of organization, job, and compensation information from Directors of Education, Associate Directors, Supervisory Officers, and other executives through the use of an Excel / online questionnaire 3. Development of a consensus-based Executive Accountability & Complexity Matrix, taking into consideration analysis on the data collected 4. Development of a consensus-based proposed Executive Compensation Philosophy through experiences from the Steering Committee as well as past recruitment practices 5. Development of a consensus-based proposed Executive Compensation Framework, using common compensation design practices and constructs 5

7 5 Executive Compensation Philosophy Executive Talent Needs The school boards require highly skilled and highly principled leaders to lead the organization in providing, promoting, and enhancing publicly funded education. Student achievement and success is a critical public service and requires innovative leadership to further advance the current public education system, taking into consideration technology advances that can assist with student learning. In their leadership capacity, executives are required to work and communicate with a variety of unique community groups, Government, and other stakeholders, understanding and taking into consideration the school board s population diversity when making decisions (i.e., spoken languages, socio economics, and differing abilities of students, parents, and other community members). Directors of Education and Academic Supervisory Officers are typically recruited from the education sector (often within the school boards). Recently, there has been difficulty attracting and retaining executive talent at the school boards, due to the compensation compression resulting from executive compensation freezes and increasing Principal and Teacher salaries through collective bargaining. There have also been challenges attracting and retaining Business Supervisory Officers and other executives, who often have increased opportunity for alternative employment. These executive jobs are typically recruited from a variety of broader public sector organizations, as well as private sector organizations. In the Ottawa area we have four school Boards all looking to attract executive leaders for their school Boards. The Ottawa Catholic School Board has established an excellent reputation across the province and executives from the school Board are frequently contacted by search firms looking to fill vacant positions across the province. Compensation Elements The school boards provide maximum compensation for executives up to the 50th percentile of the selected external comparator organizations, as per the Government Regulations. Compensation for school board executives consists of base salaries, pensions, and benefits. Each component of compensation plays an important role in the attraction, retention, reward, and recognition of the executives needed to carry out the school board s mission. Base Salaries: Base salaries provide regular compensation to executives for their contributions to the organization. The proposed Provincial Program outlines a base salary range for school board executives. Individual base salaries may vary across executives considering their tenure, experience, relative accountabilities, and relative scope within the organization and across school boards. Pension and Benefits: Consistent with the Government Regulations, our school board provides similar pension and benefits arrangements to those provided to non-executive managers in our board. Additional coverage or elements are only provided to executives if there is a critical business need and / or it is needed for the effective performance of the executive s job 6

8 6 Executive Accountability & Complexity Matrix An Accountability & Complexity Matrix was developed to systematically group the school boards into seven levels. This Matrix uses a set of five Core and two Non-Core factors to rate, rank, and review each school board based on accountabilities, size, and other complexity criteria. The table below presents the five Core factors: Core Factor Dimensions P1 < P20 P20 < P40 P40 < P60 P60 < P80 P80 < P99 P99 + P99 ++ Projected Operating Budget ($Millions) $1 - $60 $61 - $140 $141 - $230 $231 - $380 $381 - $1,500 $1,501 -$2,500 $2,501 + Levels # Schools Projected Enrolment 1-4,700 4,701-9,700 9,701-17,900 17,901-33,900 33,901-99,550 99, , ,001+ # Full-Time Equivalent Teachers ,180 1,181-2,220 2, ,071-10,000 10,001 + # Superintendents The number of levels was determined using an initial quintile (five level) approach with additional levels 6 and 7 added to capture the further accountabilities and complexities of the largest school boards (that significantly differed from those in level 5). The number of levels was also tested using Mercer s proprietary job evaluation system, International Position Evaluation. The table below presents the two Non-Core factors that may have been used to modify the school board level. Geographic Complexity Community Partnerships Takes into consideration the size of the board (i.e. square kilometres), but more so the complexities that typically arise from having to manage a broad set of differences/complications across a geography. This also relates to interacting with multiple municipalities, townships, or community groups, as well as the potential requirement to effectively interact with stakeholders in multiple languages or with significant cultural differences. Takes into consideration the typical nature of the relationships and associations with First Nations bands or other community partners within a board s geography/mandate; and the added diversity and complexities that can be associated with multiple First Nations and/or community partnerships. Based on the Accountability and Complexity Matrix, the Ottawa Catholic School Board is a level 5 Board. 7

9 7 Proposed Comparator Organizations The Government Regulations stipulate that a minimum of eight comparators must be used in the Comparative Analysis and development of the Executive Compensation Framework. In addition, all comparator organizations must be comparable with respect to three or more of the following factors: A. The scope of responsibilities of the organization's executives B. The type of operations the organization engages in C. The industries within which the organization competes for executives D. The size of the organization E. The location of the organization Comparable positions generally include those that are similar with respect to essential competencies (knowledge, skills, and abilities), relative complexity, and the level of accountability associated with the position. The Director of Education executive class is compared to the head of an organization (e.g., President or Chief Executive Officer) and the Supervisory Officer executive class is compared to the Vice President level at comparator organizations. A set of proposed comparator organizations was developed taking into consideration the factors outlined above, the markets that the school boards compete for executive talent, and the size and complexity of the school boards in each level. There are nine comparators for each school board level and a total of 41 comparators, with an approximate 78% weighting on education-focused organizations. While of the factors outlined above are important, size is a key consideration when doing compensation comparisons and was used in the selection of all comparators. The table below outlines the comparator organizations in our level. In addition to these comparators, the school boards conducted a series of internal analyses and the current compensation levels and practices at all 72 school boards were considered in the development of the proposed Framework. Each school board was compared to every other school board through the Executive Accountability & Complexity Matrix. Mark Market Segment Level 5 Comparators (N=9) Algonquin College Carleton University Durham College Education (N=7) York Catholic District School Board Education Quality and Accountability Office Ontario French Language Educational Communications Authority Ontario Educational Communications Authority Broader Public Sector (N=2) Regional Municipality of Durham Ontario Government Executive 8

10 8 Proposed Executive Compensation Framework The proposed Executive Compensation Framework sets the base salary ranges for each of the school board s designated executives and was developed using common compensation management principles as well as the proposed external comparators identified in section 7, Potential Comparator Organizations. The base salary range maximums are less than the 50 th percentile compensation cap. As per the Government Regulations, the compensation cap was calculated using the maximum total cash compensation provided to comparable positions at the proposed external comparator organizations. The base salary range minimums were developed using a relatively common percentage range spread from the minimum to the maximum of the range. The base salary ranges for the Directors of Education are slightly larger as it is considered a career range, the top position within the school board where an executive may stay within the position for many years. The executive ranges increase across the seven levels as there is increasing job variability. While the Act and Government Regulations do not specifically require the development of ranges, base salary ranges were developed, so executives can be differentiated and paid appropriately, considering internal equity and consistency, as well as other individual characteristics, such as tenure, experience, and their relative accountabilities. Therefore, executives may be paid at different levels within the range based on these criteria. The base salary ranges were developed taking into consideration the Principal salary grids (up to the end of the 2017/2018 school year). In order to reduce the compression and attract school board employees to executive positions, we strive to maintain approximately a 5% differential between the executive minimum and the maximum Principal salaries. As a result, the proposed Executive Compensation Framework may need to be revisited based on future collective bargaining or changes to collective agreements related to Teacher and Principal compensation. The table below details the base salary range minimums and maximums for the Directors of Education, Associate Directors, and other executives (including Supervisory Officers). Base salaries are presented in CAD $000 s School Board Level Directors $166 - $198 $176 - $218 $192 - $237 $208 - $257 $224 - $277 $239 - $296 $255 - $316 Associate Directors $158 - $166 $167 - $176 $183 - $192 $198 - $208 $213 - $224 $228 - $239 $243 - $255 Executives $140 - $157 $140 - $166 $140 - $176 $140 - $185 $140 - $194 $140 - $204 $140 - $213 9

11 Our Board is accountable for determining the appropriate placement of our designated executives within the base salary range. The following criteria will be considered when determining their placement in the base salary range: The scope of the executive work, including the accountabilities and complexities of the position; External public sector comparators and internal school board comparators (at the same level as well as the levels directly above and below); and, The tenure, experience, and other individual characteristics (often a composite) of incumbents. The table below details the Director of Education, Associate Director, and Executive base salary ranges for Level 5 school boards, including our Board: Director of Education $224 - $277 Associate Directors $213 - $224 Executives $140 - $194 10

12 9 Executive Pay Envelope and Proposed Maximum Rate of Increase The Government Regulations requires the calculation of a pay envelope (total of all actual base salaries paid to executives) and an annual maximum rate of increase. The table below outlines the pay envelope at the Ottawa Catholic School Board and the proposed maximum rate of increase. Envelope Proposed Maximum Rate of Increase $2,042, % Actual annual increases paid to executives may be less than the proposed maximum rate of increase and individuals may receive more or less than the proposed maximum rate of increase, considering a variety of criteria, including their tenure in the designated executive position. Increases will not be provided beyond the range maximum. Upon implementation of the Framework, the envelope may be prioritized for executives below the minimum of the range or executives in other unique circumstances. The pay envelope includes Ministry of Education seconded staff. The Ottawa Catholic School Board serves the National Capital Region, within the boundaries of the City of Ottawa. The Board serves a diverse, multilingual community, engages in partnerships with business, industry, various levels of government, other publicly funded institutions, and is an active partner in parish, regional and community based committees and organizations. 11

13 The table below details the rationale for the proposed maximum rate of increase relative to the factors outlined in the Government Regulations. Factor The financial and compensation priorities of the Ontario Government Recent Executive Compensation Trends Comparison of Percentage of Operating Budget for Executive Salaries between our Board and its Comparators The Effect on the Ability to Attract and Retain Talent Any Significant Expansion that is Not a Result of Restructuring Proposed Maximum Rate of Increase The Government has identified a need to take a balanced approach to managing public sector compensation, recognizing the need to maintain a stable, flexible and high-performing public-sector workforce that supports the government s transformational priorities and at the same time ensuring that public services continue to remain affordable. For executives, the Government wants to ensure that broader public-sector organizations are able to attract and retain the necessary talent to deliver high-quality public services while managing public dollars responsibly. The compensation for executives must be competitive within the National Capital region to attract and retain the executive leadership to meet the educational mandate of the Ministry of Education and the Ottawa Catholic School Board. The school boards closely considered both executive compensation trends within the broader public sector as well as the sectors from which the school boards attract executive talent. The following trends reflect the findings of Mercer s most recent compensation planning study: - Canadian broader public sector average executive compensation increases are projected to be 2.6%; and, - Canadian services (non-financial) average executive compensation increases are projected to be 2.8%. The school boards regularly review the appropriateness of their executive organizational structures and staffing and believe that they are appropriate given the complexity of the organization, and do not warrant an overall reduction in the annual maximum increase to the pay envelope. The school boards have difficulty attracting and retaining executive talent as Principal and Teacher salaries continued to increase, resulting in significant salary compression. The proposed maximum rate of increase must consider increases for represented jobs within the organization, as they are an important source for attracting talent to future executive positions. The proposed maximum rate of increase must provide the flexibility required to balance affordability with the need to avoid longterm pay compression, or inversion, between layers of management and between management and the bargaining units. The compensation for executives must be competitive within the National Capital region to attract and retain the executive leadership to meet the educational mandate of the Ministry of Education and the Ottawa Catholic School Board. Not applicable. 12

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS. The Algonquin & Lakeshore Catholic District School Board

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS. The Algonquin & Lakeshore Catholic District School Board PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS The Algonquin & Lakeshore Catholic District School Board November 2017 CONTENTS 1.COVER LETTER... 3 2. BACKGROUND INFORMATION...

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICALY FUNDED SCHOOL BOARDS. December 2017

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICALY FUNDED SCHOOL BOARDS. December 2017 PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICALY FUNDED SCHOOL BOARDS December 2017 CONTENTS Background Information... 3 Key Considerations... 5 Key Development Steps... 6 Executive Compensation

More information

FINAL EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

FINAL EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS FINAL EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS FEBRUARY 28, 2018 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4. KEY DEVELOPMENT

More information

PROPOSED EXECUTIVE COMPENSATION REPORT FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

PROPOSED EXECUTIVE COMPENSATION REPORT FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS PROPOSED EXECUTIVE COMPENSATION REPORT FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS NOVEMBER 2017 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4. KEY DEVELOPMENT

More information

YORK REGION DISTRICT SCHOOL BOARD EXECUTIVE COMPENSATION PLAN

YORK REGION DISTRICT SCHOOL BOARD EXECUTIVE COMPENSATION PLAN YORK REGION DISTRICT SCHOOL BOARD EXECUTIVE COMPENSATION PLAN NOVEMBER 30, 2017 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4. KEY DEVELOPMENT STEPS... 5 5. EXECUTIVE

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR NORTHEASTERN CATHOLIC DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR NORTHEASTERN CATHOLIC DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR NORTHEASTERN CATHOLIC DISTRICT SCHOOL BOARD FINAL February 2018 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4. KEY

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS LAMBTON KENT DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS LAMBTON KENT DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS LAMBTON KENT DISTRICT SCHOOL BOARD NOVEMBER 7, 2017 CONTENTS 1. Cover Letter.2 2. Background Information 3 3. Key Considerations....4

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TORONTO CATHOLIC DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TORONTO CATHOLIC DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TORONTO CATHOLIC DISTRICT SCHOOL BOARD SEPTEMBER 2017 CONTENTS 1. COVER LETTER... 2 BACKGROUND INFORMATION... 4 KEY CONSIDERATIONS... 6 KEY DEVELOPMENT STEPS...

More information

AVON MAITLAND DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM. November 21, 2017

AVON MAITLAND DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM. November 21, 2017 AVON MAITLAND DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM November 21, 2017 Contents Cover Letter... 2 Background Information... 3 Key Considerations... 4 Key Development Steps... 5 Executive

More information

APPROVED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS Ottawa-Carleton District School Board

APPROVED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS Ottawa-Carleton District School Board APPROVED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS Ottawa-Carleton District School Board JANUARY 2018 CONTENTS 1. Cover Letter... 3 2. Background Information... 4 3. Key

More information

EXECUTIVE COMPENSATION PROGRAM FOR THE SUDBURY CATHOLIC DISTRICT SCHOOL BOARD

EXECUTIVE COMPENSATION PROGRAM FOR THE SUDBURY CATHOLIC DISTRICT SCHOOL BOARD ONTARIO PUDLIC Sl.llOOL BoA11ns' ASSOCIATION Ontario Catholic School Trustees' Association ACEPO EXECUTIVE COMPENSATION PROGRAM FOR THE SUDBURY CATHOLIC DISTRICT SCHOOL BOARD SEPTEMBER 2017 CONTENTS 1.COVER

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR DUFFERIN-PEEL CATHOLIC DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR DUFFERIN-PEEL CATHOLIC DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR DUFFERIN-PEEL CATHOLIC DISTRICT SCHOOL BOARD SEPTEMBER 2017 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 5 4. KEY DEVELOPMENT

More information

Cover Letter Background Information Key Considerations Key Development Steps Executive Compensation Philosophy...

Cover Letter Background Information Key Considerations Key Development Steps Executive Compensation Philosophy... NOVEMBER, 2017 CONTENTS Cover Letter... 2 Background Information... 3 Key Considerations... 4 Key Development Steps... 6 Executive Compensation Philosophy... 7 Executive Accountability & Complexity Matrix...

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD NOVEMBER 2017 CONTENTS Cover Letter... 2 Background Information... 3 Key Considerations... 4 Key Development Steps...

More information

EXECUTIVE COMPENSATION FRAMEWORK PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

EXECUTIVE COMPENSATION FRAMEWORK PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS EXECUTIVE COMPENSATION FRAMEWORK PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS NOVEMBER 2017 90 Mulberry Street, P.O. Box 2012 Hamilton, Ontario L8N 3R9 Tel: 905 525-2930 Fax: 905 525-1724 http://www.hwcdsb.ca

More information

DISTRICT SCHOOL BOARD OF NIAGARA EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

DISTRICT SCHOOL BOARD OF NIAGARA EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS DISTRICT SCHOOL BOARD OF NIAGARA EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS December 2017 Executive Compensation Philosophy Executive Talent Needs The school boards require

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR THE CATHOLIC DISTRICT SCHOOL BOARD OF EASTERN ONTARIO

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR THE CATHOLIC DISTRICT SCHOOL BOARD OF EASTERN ONTARIO PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR THE CATHOLIC DISTRICT SCHOOL BOARD OF EASTERN ONTARIO NOVEMBER 2017 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4.

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS Peterborough Victoria Northumberland and Clarington Catholic District School Board SEPTEMBER 29, 2017 Revised NOVEMBER

More information

PROPOSED EXECUTIVE COMPENSATI ON PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS. November 28, 2017

PROPOSED EXECUTIVE COMPENSATI ON PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS. November 28, 2017 PROPOSED EXECUTIVE COMPENSATI ON PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS November 28, 2017 CONTENTS 1. Cover Letter... 2 2. Background Information... 3 3. Key Considerations... 4 3.1 Additional

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program Dear Community Member, In 2014, the Government of Ontario began the process of developing public sector compensation frameworks to ensure a transparent

More information

The main components of the Executive Compensation Program that we propose are as follows:

The main components of the Executive Compensation Program that we propose are as follows: March 12 th, 2018 To: Members of the Community The Government of Ontario has asked the Board of Trustees of each parapublic sector employer to develop a compensation framework that ensures accountability

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program Provide the information required for each section. Refer to the Broader Public Sector Executive Compensation Guide for additional instructions and assistance

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program Provide the contact information of the person completing this program. Contact Information Organization (Full Name) Ottawa Convention Centre Corporation

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program In 2014, the Government of Ontario began the process of developing public sector compensation frameworks to ensure a transparent and consistent approach

More information

If you have any questions or require clarification, please contact David Williams, VP Human Resources at

If you have any questions or require clarification, please contact David Williams, VP Human Resources at Corporate Services 600-299 Victoria Street, Prince George, BC V2L 5B8 Telephone (250) 565-2922 Fax: (250) 564-7196 May 18, 2018 Ms. Christina Zacharuk President and CEO Public Sector Employers Council

More information

Ontario Government Introduces Compensation Framework for Designated Executives of Broader Public Sector Employers

Ontario Government Introduces Compensation Framework for Designated Executives of Broader Public Sector Employers Ontario Government Introduces Compensation Framework for Designated Executives of Broader Public Sector Employers Date : September 14, 2016 On September 6, 2016, the provincial government filed Regulation

More information

The board is aware of the executive compensation paid in the prior fiscal year.

The board is aware of the executive compensation paid in the prior fiscal year. BC Clinical and Support Services Society June 8, 2018 Ms. Christina Zacharuk President & CEO Public Sector Employers Council Secretariat P.O. Box 9400, Stn Prov Govt Victoria, BC V8W 9V1 Via e-mail: christina.zacharuk@gov.bc.ca

More information

Executive Compensation Program -- Draft for Consultation

Executive Compensation Program -- Draft for Consultation Executive Compensation Program -- Draft for Consultation Compensation Philosophy Mohawk College s Executive Compensation Program is designed in compliance with the Government s new, mandatory policy, with

More information

Compensation Reference Plan

Compensation Reference Plan Compensation Reference Plan The Compensation Reference Plan promotes the accountability of health care employers to the public, and enhances the credibility of management in the health sector by providing

More information

Fraser Health Authority Compensation Philosophy, Discussion & Analysis

Fraser Health Authority Compensation Philosophy, Discussion & Analysis April 21, 2017 Fraser Health Authority Compensation Philosophy, Discussion & Analysis Compensation Plan Part I Framework for Total Compensation Fraser Health uses the health sector s Compensation Reference

More information

Public Sector Executive Compensation Report Disclosure Form 2017

Public Sector Executive Compensation Report Disclosure Form 2017 Public Sector Executive Compensation Report Disclosure Form 2017 The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified, highperforming

More information

PUBLIC SECTOR EXECUTIVE COMPENSATION REPORT SCHOOL DISTRICT NO. 52 (PRINCE RUPERT)

PUBLIC SECTOR EXECUTIVE COMPENSATION REPORT SCHOOL DISTRICT NO. 52 (PRINCE RUPERT) PUBLIC SECTOR EXECUTIVE COMPENSATION REPORT SCHOOL DISTRICT NO. 52 (PRINCE RUPERT) 2016 2017 The Board of Education encourages and adopts practices that enable the district to attract, retain, incent,

More information

Executive Compensation Framework Program Public Consultation Process

Executive Compensation Framework Program Public Consultation Process Executive Compensation Framework Program Public Consultation Process March 30, 2018 In 2014, the Ontario Government began to develop public sector compensation framework to ensure a transparent and consistent

More information

Public Sector Executive Compensation Report SD 72 Compensation Philosophy

Public Sector Executive Compensation Report SD 72 Compensation Philosophy Public Sector Executive Compensation Report SD 72 Compensation Philosophy The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified,

More information

Compensation Reference Plan

Compensation Reference Plan Compensation Reference Plan The Compensation Reference Plan promotes the accountability of health care employers to the public, and enhances the credibility of management in the health sector by providing

More information

Public Sector Executive Compensation Report School District No. 57 (Prince George)

Public Sector Executive Compensation Report School District No. 57 (Prince George) Public Sector Executive Compensation Report School District No. 57 (Prince George) The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward

More information

Public Sector Executive Compensation Report School District No. 44 (North Vancouver)

Public Sector Executive Compensation Report School District No. 44 (North Vancouver) September 25, 2017 Christina Zacharuk President and CEO Public Sector Employers Council Secretariat Suite 201, 880 Douglas Street Victoria, BC V8W 2B7 Dear Ms. Zacharuk: This will confirm that the Board

More information

Designated Executive Positions PRHC has four (4) executive classes:

Designated Executive Positions PRHC has four (4) executive classes: Executive compensation is an important area for all organizations, particularly those in the public sector. Hospitals and other public institutions are challenged to ensure that we operate as effective

More information

WDMH Executive Compensation Plan January 22, 2018

WDMH Executive Compensation Plan January 22, 2018 WDMH Executive Compensation Plan January 22, 2018 Introduction Hospital executive compensation has been frozen, in compliance with provincial legislation, since 2009 meaning no economic increases, no movement

More information

June 14, Christina Zacharuk CEO & President Public Sector Employers Council Secretariat PO BOX 9400 STN PROV GOVT Victoria BC V8W 9V1

June 14, Christina Zacharuk CEO & President Public Sector Employers Council Secretariat PO BOX 9400 STN PROV GOVT Victoria BC V8W 9V1 Mail: 1081 Burrard Street Vancouver, BC Canada V6Z 1Y6 Office: 4 th Floor, 1190 Hornby Street Vancouver, BC Canada V6Z 2K4 June 14, 2017 Tel 604 806 9369 boardliaison@providencehealth.bc.ca www.providencehealthcare.org

More information

Public Sector Executive Compensation Disclosure Report School District No. 44 (North Vancouver)

Public Sector Executive Compensation Disclosure Report School District No. 44 (North Vancouver) September 25, 2018 Christina Zacharuk President and CEO Public Sector Employers Council Secretariat Suite 201, 880 Douglas Street Victoria, BC V8W 2B7 Dear Ms. Zacharuk: This will confirm that the Board

More information

Ryerson University Executive Compensation Program

Ryerson University Executive Compensation Program Executive Compensation Program Approved by Ministry of Advanced Education and Skills Development (MAESD) for Public Consultation April 2018 Table of Contents Introduction... 3 A. Compensation Philosophy...

More information

Public Sector Executive Compensation Report School District No. 49 (Central Coast) Compensation Disclosure Form

Public Sector Executive Compensation Report School District No. 49 (Central Coast) Compensation Disclosure Form Public Sector Executive Compensation Report School District No. 49 (Central Coast) Compensation Disclosure Form The Board of Education encourages and adopts practices that enable the district to attract,

More information

October 13, Dear Ms. Zacharuk:

October 13, Dear Ms. Zacharuk: October 13, 2017 Ms. Christina Zacharuk President and CEO Public Sector Employers Council Secretariat Suite 201, 880 Douglas Street Victoria, B.C. V8W 2B7 Dear Ms. Zacharuk: This will confirm that the

More information

Human Rights Legal Support Centre. Executive Compensation Program

Human Rights Legal Support Centre. Executive Compensation Program Human Rights Legal Support Centre Executive Compensation Program Introduction The Province of Ontario has implemented a new legislation about executive compensation in the Broader Public Sector. The legislation

More information

Public Sector Executive Compensation Report School District No. 71 (Comox Valley)

Public Sector Executive Compensation Report School District No. 71 (Comox Valley) Public Sector Executive Compensation Report School District No. 71 (Comox Valley) The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward

More information

ONTAR I O L EADER SHIP S T R ATEGY BOARD LEADERSHIP DEVELOPMENT STRATEGY

ONTAR I O L EADER SHIP S T R ATEGY BOARD LEADERSHIP DEVELOPMENT STRATEGY ONTAR I O L EADER SHIP S T R ATEGY BOARD LEADERSHIP DEVELOPMENT STRATEGY R E Q U I R E M E N T S M A N U A L 2 0 1 1 Contents PREFACE....3 1 INTRODUCTION 1.1 What s New in 2011 12....4 1.2 The Board Leadership

More information

NORTHERN LIGHTS COLLEGE TOTAL COMPENSATION PHILOSOPHY

NORTHERN LIGHTS COLLEGE TOTAL COMPENSATION PHILOSOPHY Purpose / Rationale NORTHERN LIGHTS COLLEGE TOTAL COMPENSATION PHILOSOPHY The College s compensation program is intended to assist in recruiting, motivating and retaining a qualified management and exempt

More information

Operating Budget Total Student Comparator Province (M) Enrolment

Operating Budget Total Student Comparator Province (M) Enrolment OCAD Executive Compensation Program (draft May 7, 2018) Introduction The Executive Compensation Program for OCAD (OCAD U) has been designed to support our strategic goal of being recognized as one of the

More information

Camosun College Executive Compensation Disclosure Statement for 2017/2018 Attestation Letter June 2018

Camosun College Executive Compensation Disclosure Statement for 2017/2018 Attestation Letter June 2018 Camosun College Executive Compensation Disclosure Statement for 2017/2018 Attestation Letter June 2018 Christina Zacharuk President & CEO PSEC Secretariat 2 nd Floor, 880 Douglas Street Victoria, BC V8W

More information

QHC Executive Compensation Plan

QHC Executive Compensation Plan QHC Executive Compensation Plan For final submission to the Ministry of Health and Long Term Care February 28, 2018 Background Executive compensation at Quinte Health Care (QHC) has been frozen since 2008

More information

Public Sector Executive Compensation Report Disclosure Form

Public Sector Executive Compensation Report Disclosure Form Public Sector Executive Compensation Report Disclosure Form The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified, high-performing

More information

Public Sector Executive Compensation Report School District No. (57) Prince George

Public Sector Executive Compensation Report School District No. (57) Prince George Public Sector Executive Compensation Report School District No. (57) Prince George The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward

More information

Camosun College Executive Compensation Disclosure Statement for 2016/2017 June 2017

Camosun College Executive Compensation Disclosure Statement for 2016/2017 June 2017 Appendix A Camosun College Executive Compensation Disclosure Statement for 2016/2017 June 2017 The following report provides an accurate representation of all compensation provided to the President and

More information

SCHOOL DISTRICT NO. 48

SCHOOL DISTRICT NO. 48 SD# 8, SCHOOL DISTRICT NO. 48 Squamish Whistler Pemberton October 13, 2017 Christina Zacharuk President and CEO Public Sector Employers' Council Secretariat Suite 201, 880 Douglas Street Victoria, BC V8W

More information

Executive Compensation Plan

Executive Compensation Plan Executive Compensation Plan Effective April 12, 2018 Introduction In 2014, the Broader Public Sector Executive Compensation Act, 2014 (BPSECA) was approved, which required all hospitals and other designated

More information

Public Sector Executive Compensation Report School District No. 85 (Vancouver Island North)

Public Sector Executive Compensation Report School District No. 85 (Vancouver Island North) Public Sector Executive Compensation Report School District No. 85 (Vancouver Island North) The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and

More information

Please find enclosed the Statement of Executive Compensation for Langara College.

Please find enclosed the Statement of Executive Compensation for Langara College. May 9, 2017 Christina Zacharuk President & CEO PSEC Secretariat 2 nd Floor, 880 Douglas Street Victoria, BC V8W 2B7 Dear Ms. Zacharuk: Please find enclosed the Statement of Executive Compensation for.

More information

September 13, Lee Doney Interim President and CEO Public Sector Employers Council Secretariat PO Box 9400 Stn Prov Govt Victoria, BC V8V 9V1

September 13, Lee Doney Interim President and CEO Public Sector Employers Council Secretariat PO Box 9400 Stn Prov Govt Victoria, BC V8V 9V1 September 13, 2013 Lee Doney Interim President and CEO Public Sector Employers Council Secretariat PO Box 9400 Stn Prov Govt Victoria, BC V8V 9V1 Dear Mr. Doney: This will confirm that the Board of Education

More information

Public Sector Executive Compensation Report School District No. (36)

Public Sector Executive Compensation Report School District No. (36) Public Sector Executive Compensation Report School District No. (36) 2016-2017 The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified,

More information

Executive Compensation Plan Effective Date - March 19, 2018

Executive Compensation Plan Effective Date - March 19, 2018 Executive Compensation Plan Effective Date - March 19, 2018 Contact Information: Algonquin Forestry Authority Approved By AFA Board of Directors: March 16, 2018 Completed By: Ketchum, Damion Job Title:

More information

Principal/ Vice-Principal Performance Appraisal. T e c h n i c a l R e q u i r e m e n t s M a n u a l

Principal/ Vice-Principal Performance Appraisal. T e c h n i c a l R e q u i r e m e n t s M a n u a l O n t a r i o L e a d e r s h i p S t r a t e g y Principal/ Vice-Principal Performance Appraisal T e c h n i c a l R e q u i r e m e n t s M a n u a l 2 0 1 0 Contents Preface.............................................................

More information

Public Service Secretariat Business Plan

Public Service Secretariat Business Plan Public Service Secretariat 2008-11 Business Plan Message from the Minister The Public Service Secretariat is a Category 2 entity that provides leadership in the area of strategic human resource management.

More information

Muskoka Algonquin Healthcare s Executive Compensation Framework

Muskoka Algonquin Healthcare s Executive Compensation Framework Muskoka Algonquin Healthcare s Executive Compensation Framework 2017 1 Table of Contents Introduction... 3 Compensation Philosophy... 4 Cash Compensation and Benefits... 4 Benefits... 5 Performance Based

More information

Nawiinginokiima Forest Management Corporation s Proposed Executive Compensation Framework for Public Consultation

Nawiinginokiima Forest Management Corporation s Proposed Executive Compensation Framework for Public Consultation Nawiinginokiima Forest Management Corporation s Proposed Executive Compensation Framework for Public Consultation The Broader Public Sector Accountability Act, 2010 was established to improve accountability

More information

Public Sector Executive Compensation Disclosure Report School District #10 (Arrow Lakes)

Public Sector Executive Compensation Disclosure Report School District #10 (Arrow Lakes) Public Sector Executive Compensation Disclosure Report 2017-2018 School District #10 (Arrow Lakes) The Board of Education encourages and adopts practices that enable the district to attract, retain, incent,

More information

School District No. 5 Southeast Kootenay Public Sector Executive Compensation Reporting

School District No. 5 Southeast Kootenay Public Sector Executive Compensation Reporting School District No. 5 Southeast Kootenay Public Sector Executive Compensation Reporting The Board of Education of School District No. 5 encourages and adopts practices that enable the district to attract,

More information

Good Governance: A Guide for Trustees, School Boards, Directors of Education and Communities. CHAPTER 10: Collective Bargaining

Good Governance: A Guide for Trustees, School Boards, Directors of Education and Communities. CHAPTER 10: Collective Bargaining Good Governance: A Guide for Trustees, School Boards, Directors of Education and Communities CHAPTER 10: Collective Bargaining 104 As employers, school boards have a legal responsibility for labour relations

More information

Public Sector Executive Compensation Report Template Disclosure Form

Public Sector Executive Compensation Report Template Disclosure Form Public Sector Executive Compensation Report Template Disclosure Form 2015-2016 The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified,

More information

St. Joseph s Care Group Executive Compensation Program

St. Joseph s Care Group Executive Compensation Program St. Joseph s Care Group Executive Compensation Program February 2018 Page 1 of 15 Contact Information: Organization: St. Joseph s Care Group Completed by: Tom Shortreed Title: Director, Employee Relations,

More information

Broader Public Sector - Executive Compensation Program

Broader Public Sector - Executive Compensation Program Broader Public Sector - Executive Compensation Program Section A - Compensation Philosophy Provide information on the designated employer s compensation philosophy including details on how the executive

More information

Northern Lights College is in compliance with our individual PSEC-approved compensation plan and complies with the PSEC reporting guidelines.

Northern Lights College is in compliance with our individual PSEC-approved compensation plan and complies with the PSEC reporting guidelines. NORTHERN LIGHTS COLLEGE OFFICE OF THE BOARD OF GOVERNORS 11401 8 TH Street Dawson Creek, B.C. V1G 4G2 Telephone 250-782-5251, Toll free 1-866-463-6652 Fax 250-782-5233 nlc.bc.ca April 20, 2016 CEO & President

More information

Section A - Compensation Philosophy

Section A - Compensation Philosophy Section A - Compensation Philosophy Collingwood General & Marine Hospital ( CGMH ) serves more than 60,000 permanent residents and 3.5 million annual visitors to the Georgian Triangle, which encompasses

More information

505 Doyle Avenue Phone: Ext

505 Doyle Avenue Phone: Ext Interior Health Authority Doug Cochrane Corporate Administration Chair, Board of Directors 505 Doyle Avenue Phone: 250-469-7070 Ext 12804 Kelowna, BC V1Y OC5 E-Mail: doug.cochrane@interiorhealth.ca June

More information

June 4, Public Sector Employers Council Secretariat 2nd Floor, Suite 210 P.O. Box 9400, Stn Prov Govt Victoria, B.C. V8W 9V1

June 4, Public Sector Employers Council Secretariat 2nd Floor, Suite 210 P.O. Box 9400, Stn Prov Govt Victoria, B.C. V8W 9V1 Mail 1081 Burrard Street Vancouver, BC Canada V6Z 1Y6 June 4, 2012 Tel 604 806 8020 Fax 604-806-8811 officeoftheceo@providencehealth.bc.ca www.providencehealthcare.org Kindrée Draper Corporate Relations

More information

Ministry of Education. Operational Review Report Conseil scolaire de district catholique du Nouvel-Ontario

Ministry of Education. Operational Review Report Conseil scolaire de district catholique du Nouvel-Ontario Ministry of Education Operational Review Report Conseil scolaire de district catholique du Nouvel-Ontario April 2009 Table of Contents Executive Summary... 1 Introduction... 1 Governance and School board

More information

School District No. 74 (Gold Trail)

School District No. 74 (Gold Trail) Public Sector Executive Compensation Report The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified, highperforming employees who

More information

Royal Victoria Regional Health Centre. Executive Compensation Program

Royal Victoria Regional Health Centre. Executive Compensation Program Royal Victoria Regional Health Centre Executive Compensation Program February 28, 2018 Proposed Executive Compensation Program Background In 2010 the provincial government introduced the Broader Public

More information

FRAMEWORK FOR POLICY DEVELOPMENT

FRAMEWORK FOR POLICY DEVELOPMENT Achieving Excellence in Catholic Education through Learning, Leadership and Service FRAMEWORK FOR POLICY DEVELOPMENT Approved: May 27, 2014 *Revised July 18, 2016 Introduction Policy is a set of organizational

More information

Executive Compensation Plan January 2018

Executive Compensation Plan January 2018 Almonte General Hospital and Carleton Place & District Memorial Hospital The Hospitals INTRODUCTION: The Broader Public Sector Accountability, 2010 [BPSAA] was established by the government to improve

More information

The Importance of Compensation at Blue Cross Blue Shield of Massachusetts (BCBSMA)

The Importance of Compensation at Blue Cross Blue Shield of Massachusetts (BCBSMA) The Importance of Compensation at Blue Cross Blue Shield of Massachusetts (BCBSMA) Attracting and retaining high-quality talent is crucial to our continued business success. Our compensation programs,

More information

Ministry of Education. Conseil scolaire de district catholique Centre-Sud Follow-up Report to the Operational Review

Ministry of Education. Conseil scolaire de district catholique Centre-Sud Follow-up Report to the Operational Review Ministry of Education Conseil scolaire de district catholique Centre-Sud Follow-up Report to the Operational Review October 2011 Table of Contents 1. Introduction... 1 2. Status and... 3 Introduction...

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program Provide the information required for each section. Refer to the Broader Public Sector Executive Compensation Guide for additional instructions and assistance

More information

Ontario Northland Transportation Commission Executive Compensation Program

Ontario Northland Transportation Commission Executive Compensation Program Ontario Northland Transportation Commission Executive Compensation Program 1 Introduction The Government of Ontario has implemented a new framework for broader public sector executive compensation. The

More information

SUNY CORTLAND COMPENSATION PROGRAM

SUNY CORTLAND COMPENSATION PROGRAM SUNY CORTLAND COMPENSATION PROGRAM February 2008 TABLE OF CONTENTS Introduction.1 The Need for A New Compensation Program 1 Compensation Philosophy..2 Fundamentals of the Professional Staff Compensation

More information

May 26, To Whom it May Concern: RE: Public Sector Employers Act Section 14.8(3) Public Sector Executive Compensation Reporting Form

May 26, To Whom it May Concern: RE: Public Sector Employers Act Section 14.8(3) Public Sector Executive Compensation Reporting Form Mail 582-1081 Burrard Street Vancouver, BC Canada V6Z 1Y6 May 26, 2011 Tel 604 806 8020 Fax 604-806-8811 officeoftheceo@providencehealth.bc.ca www.providencehealthcare.org Chris Rathbone A/Corporate Relations

More information

Conseil scolaire Viamonde (Conseil scolaire de district du Centre Sud-Ouest)

Conseil scolaire Viamonde (Conseil scolaire de district du Centre Sud-Ouest) Ministry of Education (Conseil scolaire de district du Centre Sud-Ouest) Follow-up Report to the Operational Review October 2011 TABLE OF CONTENTS 1. INTRODUCTION... 1 2. STATUS AND IMPLEMENTATION UPDATE...

More information

Business Plan. Public Service Secretariat

Business Plan. Public Service Secretariat 2006-2008 Business Plan Public Service Secretariat Message from the Minister I am pleased to present the business plan for the Public Service Secretariat. The plan identifies Government s strategic direction

More information

Conseil scolaire de district du Grand Nord de l Ontario

Conseil scolaire de district du Grand Nord de l Ontario Ministry of Education Conseil scolaire de district du Grand rd de l Ontario Follow-up Report to the Operational Review May 2011 TABLE OF CONTENTS 1. INTRODUCTION...1 2. STATUS AND IMPLEMENTATION UPDATE...3

More information

Public Sector Executive Compensation Disclosure for Partnerships British Columbia Inc.

Public Sector Executive Compensation Disclosure for Partnerships British Columbia Inc. April 13, 2017 Ms. Christine Zacharuk Interim President and CEO of PSEC Secretariat 2 nd Floor, 880 Douglas Street Victoria B.C. V8W 2B7 Dear Ms. Zacharuk: Re: Public Sector 2016-17 Executive Compensation

More information

Measuring the Competitiveness of Your Rewards 16 April Jayna Koria Rewards Consulting Tim Haggstrom Information Solutions

Measuring the Competitiveness of Your Rewards 16 April Jayna Koria Rewards Consulting Tim Haggstrom Information Solutions Measuring the Competitiveness of Your Rewards 16 April 2015 Jayna Koria Rewards Consulting Tim Haggstrom Information Solutions Mercer A Global Consulting Leader Mercer helps clients around the world advance

More information

Policy/Program Memorandum No. 119

Policy/Program Memorandum No. 119 Page 1 of 10 Policy/Program Memorandum No. 119 Date of Issue: June 24, 2009 Effective: Until revoked or modified Subject: Application: Developing and implementing equity and inclusive education policies

More information

Management Classification and Compensation Framework

Management Classification and Compensation Framework Management Classification and Compensation Framework Compensation Rules BC Public Service Agency 11/1/2017 Contents Compensation Rules... 2 1. Deputy Minister Authority... 2 2. Implementation... 3 2.1.

More information

A Comprehensive Approach to Leadership Development

A Comprehensive Approach to Leadership Development A Comprehensive Approach to Leadership Development Durham District School Board 2016-2018 The Durham District School Board (DDSB) is responsible for public education in the rural settings of Uxbridge,

More information

May 17, Christina Zacharuk President & CEO Public Sector Employers Council Secretariat Suite 210, 880 Douglas Street Victoria, B.C.

May 17, Christina Zacharuk President & CEO Public Sector Employers Council Secretariat Suite 210, 880 Douglas Street Victoria, B.C. MAILING ADDRESS 12666 72 Ave, Surrey, BC May 17, 2018 Canada V3W 2M8 Christina Zacharuk President & CEO Public Sector Employers Council Secretariat Suite 210, 880 Douglas Street Victoria, B.C. V8W 2B7

More information

The Ohio State University Human Resources Strategic Plan

The Ohio State University Human Resources Strategic Plan Human Resources 2018-2023 Strategic Plan Finalized: May 16, 2018 Delivering HR Excellence. Inspiring People. Leading Change. HR.OSU.EDU 1590 N. High Street, Suite 300 Columbus, OH 43201 614-292-1050 Table

More information

LCBO Executive Compensation Framework

LCBO Executive Compensation Framework LCBO Executive Compensation Framework February 28, 2018 0025E (2017/06) Page 1 of 12 A. Compensation Provide information on the designated employer s compensation philosophy including details on how the

More information

Salt Lake Community College Policies and Procedures Manual

Salt Lake Community College Policies and Procedures Manual (NON-INSTRUCTIONAL) Board of Trustees Approval: 05/14/2008 POLICY 5.05 Page 1 of 8 I. POLICY Salt Lake Community College (SLCC) employees at all levels must be skilled and experienced performers if the

More information

Public Sector Executive Compensation Report Disclosure Form 2014

Public Sector Executive Compensation Report Disclosure Form 2014 Public Sector Executive Compensation Report Disclosure Form 2014 The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified, highperforming

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program Provide the information required for each section. Refer to the Broader Public Sector Executive Compensation Guide for additional instructions and assistance

More information